Technical definition, from the Cornell Legal Information Institute: “Collective bargaining is the negotiation process between an employer and a union comprised of workers to create an agreement that will govern the terms and conditions of the workers' employment. The result of collective bargaining procedures is a collective agreement. Collective bargaining is governed by federal and state statutory laws, administrative agency regulations, and judicial decisions.” (Source)

Our commentary: Collective bargaining is a process that equalizes the power relationship between employees and their employer. With collective bargaining, we elect representatives to negotiate with the Wellesley College administration to put the terms of our employment into a legally-binding agreement that we vote to ratify before it goes into effect. Without collective bargaining, the Wellesley College administration retains the unilateral ability to make changes without our consent.

In our first contract negotiations, we began by surveying our members order to understand the priorities for our contract. We also elected a bargaining committee of our colleagues to represent us in bargaining. Guided by the feedback in the bargaining surveys, the elected committee develops bargaining goals that all members will vote to approve. In conversation with members (and we encourage as much member participation as possible!) we drafted contract proposals with support from UAW staff. Once a tentative agreement is reached, faculty voted to accept or reject the contract before it went into effect. Our first contract was ratified by a supermajority of members, voting 99% in favor of the contract.

The College has noted in email communications that unionization would “require changes to our shared governance model,” and identifies in particular FIPAC and the Faculty Benefits committee. We agree that some aspects of shared governance will change – and this is a good thing. Under the current system, we have a voice in advisory committees, but no real power. This is a core reason why we unionized. While there will be some changes, the vast majority of our shared governance structure (e.g. CCAP, Academic Review Board) will not change. In fact, the AAUP’s Statement on Collective bargaining “affirms that collective bargaining ensures that all academic professionals have an effective role in the governance of institutions.”

Faculty unions and institutions of faculty governance coexist to mutual benefit at many academic institutions. Committees of academic council work on a wide range of issues, only some of which pertain to the terms and conditions of our employment. The need for shared governance remains, and we can bargain for contract provisions that protect our participation in existing structures. The AAUP affirms that unions are an effective means of protecting academic freedom and shared governance: “collective bargaining can ensure the effectiveness of [the governance] structure and can thereby contribute significantly to the well-being of the institution.”

No, our contract sets minimums and not maximums. Our contract states that no worker will earn less as a result of our contract, and every worker received a raise in our first contract.

Concerns about high-earners and salary caps are frequently cited by administrators, but they have no basis in reality. It is not uncommon for faculty unions to pursue higher increases for lower-paid members in negotiation, but those goals and others will be determined democratically by us as we prepare for bargaining and engage in bargaining.

In several instances, our contract makes clear that individual faculty are free to make requests of the College or to negotiate compensation that is above the minimums set by our Contract.

Unionizing ensures that no individual will have to negotiate on their own behalf, or rely on benevolent Chairs, for the benefits and compensation they deserve. Likewise, those who have been told “no,” and those who have not chosen to self-advocate, will have the power of the union behind them to ensure they are fairly compensated. With collective bargaining, we negotiate as equals with the Wellesley College administration. A collective bargaining agreement will not eliminate distinctions between faculty in different ranks, and titles, nor will it prevent individual faculty from negotiating salary increases in excess of contractually-mandated minimums.